More than 80 percent of midsize and large companies use personality and ability assessments for entry and midlevel positions as either pre-employment or new-employee orientation tools, says Scott Erker, a senior vice president at Development Dimensions International, a global human resources consultancy.
Ultimately, these tests aim to help a company hire a specific type of person for a job that might require particular traits---or---conversely, to rule out traits that are likely to lead to job failure. "Companies understand that the right personality fit is a critical criteria for good performance," says Mr. Erker. Getting that fit right reduces turnover costs--typically one year's salary--required to recruit and train each professional.
What's more, companies are using them to screen candidates as they apply; candidates won't even get an interview unless they reach a certain score or result.
It might be tempting to study up on what kind of answers you should give to score well, but experts caution against doing so. "Don't try to psych out the test," says Jo Bennett, a partner at Battalia Winston, an executive recruiting firm in New York. Be honest and open in your answers.
Results of the pre-interview assessments aren't generally shared with job applicants. But if your assessment was given after you agreed to take a job, the results of the test are typically shared.
All pre-employment and post-hiring assessments are not created equally, so employers are advised to check out the reputation of the assessment publisher before implementing these self assessment tools.
For a directory of self assessments, go to: www.SelfAssessmentCenter.com
Source: The Wall Street Journal, August 26, 2008